Employees are some of the most critical resources in any organization. Proper management of these resources plays a significant role in the achievement of the organization's set goals. However, businesses of these days neglect human resource terming it as unnecessary expenses to the company. The successful companies do not depend on the power of the management alone, but they also involve effective communication as well as teamwork in their operation (Guest, 2011). Resource management and performance diagnostic play a significant role in enhancing the production of the business, and it seeks to achieve competitive advantage through the strategic deployment of capable and committed workforce considering the culture and capability of the employee.
The main issue in the topic of the week was the factors that influence the performance of human resources in an organization or business. In the topic, it is essential to identify the three primary factors that affect the work performance of the employees, and these include the environment, motivation and employee ability. The three factors have the positive and negative sides when it comes to the performance of the employee because when the employer considers the three elements in the employees, the employer is likely to enhance the production. The factors, therefore, can influence the performance of the workforce either positively or negatively.
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Motivation to the employees determines a lot when it comes to their performance because it captures the employee issues like satisfaction, career ambitions or expectations or even frustration that affect their ability to work effectively (Dobre, 2013). Environment as a factor is also essential when it comes to employee performance, and it captures issues like the economic conditions, management support, laws and regulations as well as the availability of tools and equipment among many others. When the environment of the workplace is pleasant, it enhances the performance of the employees positively.
The ability of the employees also determines their level of performance. Employee ability captures issues like interpersonal skills, technical skills, analytical skills, communication skills and problem-solving skills. The employee diagnosis also coincides with the factors that influence the performance of the employees in the workplace. Performance diagnosis of the employee includes appraisal measure, for instance, competency, behaviour and the results. It is also essential to understand that in as much as the performance of the employees is in the mercy of internal (workplace) or external (personal) elements, it is also important to note that the three factors that influence performance may have contributed for instance the issue of motivation, and the ability of the employee.
The supervisor in the simulation received the choices with acceptance terming it as helpful information that provides great ideas that are significant in determining and diagnosing of the employee performance. For the business to succeed, they have to consider providing a pleasant environment for the employees as well as diagnosing the capabilities of the employees and not forgetting the motivation of employee to enhance their productivity. The main lesson from the topic of the week is that the performance of the employees does not only depend on the internal and external elements of the employee, but it also includes other factors that influence performance. The environment of the workplace, the motivation of the employees and most importantly the ability of the employee to work and deliver quality services are the other factors that can work together with both internal and external elements of the employee in influencing performance.
The environment of the workplace, the motivation of the employee as well as the ability of the employee, influences their performance in the workplace. Carrying out diagnosis on the employee performance will enhance the productivity of the business because the employer will be able to identify factors that are essential in improving the production of the employee and at the end enable the organization to achieve set goals and objectives.
References
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of applied socio-economic research, 5(1) .
Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human resource management journal, 21(1) , 3-13.
